Expanding Sources of Support in the Workplace: Introducing EAPs to Community Mental Health Care Providers of Vocational Services

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Expanding Sources of Support in the Workplace: Introducing EAPs to Community Mental Health Care Providers of Vocational Services"

Transcription

1 Expanding Sources of Support in the Workplace: Introducing EAPs to Community Mental Health Care Providers of Vocational Services GOAL: The goal of this training is to help community mental health care providers of vocational services understand the potential role of Employee Assistance Programs (EAPs) in job maintenance for consumers and to provide the skills and knowledge needed to partner with EAP professionals to best support consumers as workers. LEARNING OBJECTIVES: $ Understand the role of EAPs in the workplace $ Identify EAP activities that might help people with mental health conditions sustain work $ Develop strategies to partner with EAP professionals to help consumers sustain work $ Gain the ability to educate consumers about accessing EAP services Target Audience: Facilitator: This training is targeted to providers of vocational services for people with mental health conditions. The training should be facilitated by a provider staff member who is familiar with both the world of work (including how to communicate in the language of the workplace, EAPs and organizational structure) and workplace intervention strategies (including issues of disclosure and negotiation of ADA accommodations) to help people with mental health conditions gain and retain integrated competitive employment. This is an interactive training! Throughout the training, ask if there are any questions or if anyone wants to make a comment. Facilitator should encourage participation and involvement by asking for questions or comments every few minutes. Keep the question/comment period brief, 2-3 minutes, then continue. To augment the training, invite someone that you know from an EAP to come and comment during the training and to answer participants= questions at the end of the session. Training Group Size:The group should not exceed participants. Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 1

2 Needed materials: Estimated Time: Copies of training handouts for all participants and a dry erase board or flip chart. There are 6 handouts. 2 hours with allowance for a minute break. Leader notes: Your directions are in bold type. The material to share with training participants is in regular type and italics. Introduction (10 minutes) Welcome participants. Introduce yourself and indicate your connection (expertise) with today=s content. Introduce purpose of the session. $ Welcome. Today we are going to talk about the potential role of Employee Assistance Programs (EAPs) and their Union counterparts, Member Assistance Programs (MAPs), in supporting people with mental health conditions at work. Throughout, when we talk about EAPs, you should be thinking about MAPs as well. We will talk about: $ what EAPs are, $ how EAPs can augment and reinforce the work you and the consumer are doing together to insure support at the workplace, $ how to enlist the help of EAP professionals at a specific worksite, and $ how to educate consumers about working with the EAP. $ Before we get started let=s make sure we all know one another. $ Leader: Have participants introduce themselves, the organization they represent, their role and what they hope to gain from the session. What is an EAP? (10 minutes) $ We know that you have extensive experience helping people with mental health conditions to work. We also know that often work retention is very difficult. Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 2

3 $ How many of you have had the experience where, after a short time on the job, the consumer quits or gets fired? $ Leader: Allow discussion and ask what was the problem. Try to make a connection between the identified problems and what EAPs can do. $ We have learned that one of the most important factors contributing to work retention is social support from the workplace. Typically, social support is thought of as the support of supervisors and co-workers. There is no denying that these sources of support are essential. But there are other sources of support at the workplace that are overlooked and can be very helpful to a working consumer. One of these is the Employee Assistance Program, the EAP, or in union settings, the Membership Assistance Program or Personal Services Unit referred to as the MAP. $ Have any of you worked with an EAP? $ Leader: Elicit a discussion of group=s experiences with EAPs, including the group=s personal experiences as well as those that resulted from helping a consumer. Ask: $ Where was the EAP located - at the worksite or somewhere else? $ What services were offered - were they easy to determine? $ If not too personal or confidential, what issue brought the individual to the EAP? $ OK, from your examples we can see that EAPs... $ Leader: Summarize discussion in a very brief statement. $ More formally, Employee Assistance Programs are a benefit sponsored by management, Unions, or both, to support workers around issues that might interfere with job performance. Employers understand that anyone at the workplace, at any time, can experience problems in their lives that interfere with doing their jobs. They recognize that they need to be responsive to these problems so that a productive workforce can be maintained. $ EAPs are a response of employers to this understanding. $ EAPs are designed to be Ahelp without in that they are staffed by people who know the workplace, they are easily accessible to employees, and they can provide assistance quickly through direct counseling or referral. $ In other words, EAPs are the normal way all employees can obtain help for Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 3

4 problems that affect work. Like all other employees, EAPs should be available to those with mental health conditions. $ Typical EAP activities vary greatly and are listed in Handout 1. $ Leader: Provide Handout 1, Services Provided by EAPs. Ask: $ What is the most frequent service delivered? And the next? $ Can you see what will be useful to your consumers? $ Leader (didactic) (5 minutes) $ There are two models of EAP service delivery: $ Internal EAPs are part of a particular employing organization. They are more typical of larger employers. $ External EAPs are service delivery businesses that contract with an employer to provide a set of negotiated services to that employer=s workforce. $ The model of service delivery does not determine which services will be offered but, to some extent, might affect how someone accesses the EAP and how services will be provided. $ In relation to initial contact with the EAP, it is more likely that an internal EAP will be located on site or have a location where an employee can physically access an EAP professional. External EAPs are usually accessed by calling up an 800 telephone number and talking to someone on the phone. $ Internal EAPs are more likely to be able to take advantage of knowing key players in the work organization and the issues unique to that setting thus, when approaching an external EAP it might be more important to provide more background information about the particular employment situation. Introducing Consumers to EAPs (15 minutes) $ How does a consumer find out about what an EAP offers? $ Leader: Distribute Handout 2, ACME EAP Brochure and Handout 3, Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 4

5 Brochure Questions. $ At the time of hire, new employees are usually presented with information about the benefits available. A brochure like Handout 2 is often the way employees are alerted to EAP services. Otherwise they might receive information from the EAP directly in the mail at their home address. They may also hear about the EAP from co-workers or through a suggestion from a supervisor or a person in Human Resources. $ Leader: Break participants up into small groups of 3-4 participants. Instruct the groups to read the brochure and answer the following questions. Each group should have a scribe to record their group=s answers. $ Who is eligible for EAP services? $ How does someone access EAP services? $ Around what kinds of concerns does the EAP provide help? $ Leader: After five minutes, bring the groups back together and debrief. $ Are all employees eligible? Dependents? $ Yes, any employee and his or her immediate family is eligible. $ Do employees access the EAP by calling directly, on the internet, walking into an office? Are referrals necessary? Are referrals mandated? What do you do in a crisis? $ For the ACME EAP, employees and their family members can call an 800# to access the EAP during business hours. There is a 24 hour crisis line. Referrals are not necessary. The brochure does not say anything about mandated referrals. $ Some workplaces, especially ones where the work is safety sensitive, meaning that the jobs involve risk to human life, such as the airline industry or jobs dealing with hazardous materials, may do drug testing that is overseen by the federal government. They may also have regulations that monitor medication intake related to certain job titles. In these jobs, people can be mandated or required to go to the EAP if they have a positive drug test. It is especially important to ask about safety sensitive job requirements if a consumer seeking a job is on medication. If someone is working towards sobriety, safety sensitive work would not be a good until that person is stable in his or her condition. $ Does the EAP respond to concerns with work performance, mental health, substance abuse, marital problems, financial problems, dependent care, others? Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 5

6 $ YES! The EAP responds to many concerns from problems at work to mental health to stress to legal problems. Since these services are offered on a situation by situation basis, you would need to call to find out more. $ What might you suggest consumers do to find out if the workplace has an EAP if they are not told whether or not there is an EAP at the time of hire or they are already working and do not know? $ A consumer can call the Human Resources Department to ask if EAP services are offered. They might also ask the supervisor, co-workers, or look on the company website. How EAPs Help People with Mental Health Conditions (10 minutes) $ EAPs can help people with mental health conditions sustain work. Let=s go back to Handout 1. $ Which of these activities do you think might be helpful to consumers? $ Leader: Discuss activities that might be helpful to consumers even if they are not targeted to consumers directly and explain the connection. Look for answers like those below. Provide the answers if they do not come up in the group discussion. $ Training supervisors - EAPs sometimes train supervisors around how to work with people with mental health conditions. EAPs can educate supervisors about what a mental health condition is, to lower stigma. They can also help supervisors to understand and interpret the Americans with Disabilities Act (ADA), which guarantees people with mental health conditions formal accommodation as long as they are qualified to perform the essential functions of their jobs. $ Leader, define the concepts of accommodation and essential functions if necessary. Accommodation means any change to a person=s job that helps him or her do the work despite symptoms or medication side effects, and essential functions means that the person can do the functions that are the core of the job, e.g., if it is a data entry job, the person has to be able to type most of the time. $ Coordinating with supervisors around policies and practices that affect clients - EAPs can coordinate with supervisors around implementing the ADA for example. Once a change (accommodation) is put into place for a worker, followup and ongoing support are needed. The EAP can work with the supervisor to Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 6

7 make sure this happens. The EAP can also coordinate around the Family Medical Leave Act which allows workers to take up to 13 weeks of unpaid leave annually if they have a medical condition that requires treatment. $ Manage cases of disability - The EAP can work with other healthcare providers to help a worker keep his or her job. If someone has to take a leave of absence or needs to be moved to a different job, the EAP can help manage transitions and act as a liaison among different players. $ Consult in job jeopardy proceedings - The EAP can provide support to the worker when there are issues around job performance. The EAP is made up of trained human service professionals and they can work with HR, supervisors and other providers to help a consumer address problems and keep his or her job. $ Facilitate return to work in cases of disability leave - The EAP can help a person re-enter the workgroup. Sometimes supervisors and co-workers need education around how to support a co-worker. Additionally, the EAP can do follow-up and provide ongoing support AT THE WORKPLACE. $ Help strategize - The EAP can serve as a consultant to the provider and consumer in helping them figure out how to manage situations that seem difficult or unclear, e.g., a poor performance evaluation that seems to ignore agreed upon accommodations. $ The Workplace Center of Columbia University School of Social Work conducted a survey of EAP professionals in New York City. On the handout, notice that we provide you with information resulting from the survey concerning the proportion of EAP professionals who indicated that their EAPs offer these services. These percentages suggest that not all services that might be helpful will necessarily be offered at the EAP at the workplace hiring your consumer. Services are offered on a situation by situation basis. $ When EAP professionals are asked about specific activities that they offer that help people with mental health conditions, one finds that some are a usual service of EAPs while others are not. Let=s look at Handout 4. $ Leader: Provide Handout 4, Services Provided by EAP that Potentially Help People with Mental Health Conditions. $ The handout demonstrates that most EAPs (65%) who responded to the survey conducted by The Workplace Center of Columbia University School of Social Work coordinate with community mental health care providers to enhance EAP services. $ The consumer, or you on the consumer=s behalf, have to ask which services are Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 7

8 available. $ This is where your skills in advocacy and your work to help consumers be informed will have a big impact. $ In other words, Employee Assistance Professionals are ready to work with you! $ There will be two ways you might find that you will be working with an EAP. $ Sometimes you will be contacting an EAP on behalf of a specific consumer to inquire about services in response to that consumer=s particular needs. In this instance you will most likely be calling the EAP phone number and talking with whomever answers the phone. $ In other instances, you might want to establish a relationship with an EAP as part of building a network of employers responsive to hiring people with mental health conditions. Currently, there might not be consumers employed at the workplace or consumers in need of assistance, but it is a workplace where you anticipate future placements or possible need for support for consumers who have been placed. The purpose of the contact is to educate the employer about the needs of working consumers and to gain a better understanding of the resources and support available through the employer. In this instance, you would be calling the EAP number and asking for the Director at an internal EAP and the Account Manager at an external EAP. The Account Manager is the liaison between the EAP and each employer. LEADER NOTE: This is a good place to take a short break if needed. Example of How EAPs Help People with Mental Health Conditions (20 minutes) $ Let=s go through some examples and explore how this coordination among community providers, EAPs and consumers can happen. First we=ll look at the Sam Situational Example. $ Leader Distribute Handout 5, Examples and read Sam=s Situation out loud. You work with Sam who, after 4 months in your vocational services program, secures a job as telephone operator. His first few months on the job go smoothly. He learns the job quickly and he is valued for being bi-lingual. Then, suddenly, Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 8

9 Sam misses his usual appointment with you. You call to find out why and he begins to tell you about how he believes that the KGB is plotting against him. He also says that he has tried to explain this danger to his supervisor and co-workers but they are not convinced and seem to be avoiding him and talking about him behind his back. You secure a promise from Sam that he will come in and see you immediately. Sam comes in the next day and you learn from your conversation that he has stopped taking his medication. He has had trouble making his appointments to see his psychiatrist because they conflict with work and he has run out of medication. You also learn that his supervisor has warned him that in order to keep his job, he has to go meet with the EAP counselor. $ Leader: Distribute Handout 6, Plan to Work with the EAP. $ This form is a tool that can be used to guide a conversation, helping consumers to plan a meeting with the EAP. Let=s use this handout to think through how you might plan such a meeting with Sam.. $Step 1: What is to be accomplished by contacting the EAP? $ Leader: Brainstorm with group about ways to work with EAP to help worker maintain his job. Try to elicit the following responses. Offer any that do not come up from the group: $ EAP counselor can help identify the workplace circumstances that contributed to his condition. $ EAP counselor can help identify accommodations that might help (e.g., monitoring medication compliance or getting time off to see the psychiatrist). $ EAP can help educate the work group to help mend relationships. $ EAP can help coordinate with other workplace units that might need to be involved in the accommodation process. $Step 2: Determine what information will be shared. What if Sam discloses his mental health condition to the EAP counselor but does not want his supervisor or work group to know. Is his disclosure confidential? $ Is a disclosure required? Has Sam disclosed already? If not, what information will be shared with the EAP? Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 9

10 $ In order to get the accommodation, and support his needs, Sam will need to disclose. He has not already disclosed. He needs to share information about the way his symptoms interfere with his ability to do his job. He can make a disclosure plan that includes: $ With whom to disclose, i.e., supervisor, co-workers, Human Resources $ What information to share, suggestions for accommodations $ How the disclosure is to take place, i.e., will the provider participate? $ When the disclosure will take place $ If he has not previously disclosed to the EAP, Sam will need to decide whether to give the EAP his informed consent to use this information on his behalf at the workplace. $ Leader: Discuss the requirements of confidentiality by the EAP. $ Sam=s EAP file will be kept separately from his personnel file and his disclosure is confidential. $ If the supervisor refers Sam, is the EAP obligated to disclose to the supervisor? $ That depends on Sam. If he chooses not to disclose, the EAP need only provide a or response as to whether Sam has come to the EAP. $ The only information that a supervisor needs to know is information relevant to Sam=s job performance. So, if Sam asks for an accommodation under the ADA so he can perform the essential functions of his job, he would need to tell the supervisor that he has an ADA covered disability so the supervisor can put in place whatever supports are needed and negotiated. The employer, however, has the right to send Sam to an MD to clarify that he has a medical condition that requires accommodation to do the requirements of the job. $Step 3: Use the specific job description to translate concerns into the language of the workplace. $ In what ways does Sam=s mental health condition interfere with specific job tasks, job routines, relationships at work, and/or the physical environment? $ Sam has jeopardized relationships at work by his paranoid behavior. Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 10

11 $ It is unclear how his symptoms are affecting work performance, but clearly his supervisor is concerned. $ Step 4: Determine what you will ask the EAP representative to do. A decision is needed about how the EAP will help i.e., provide advice, active intervention, etc. What are Sam=s preferences? How does the need for accommodation affect his decision? $ There are several ways the EAP can be involved. $ provide insight - The EAP can offer consultation about the way the employer will respond to a request for accommodation and how to best approach the situation. $ negotiate for accommodation such as a leave from work or an adjustment in his schedule - Sam needs some time to restabilize on his medication so he can return to work. He also needs to be able to get to his medical appointments on a regular basis. $ provide education to the workgroup and the supervisor - There may be some education needed with this workgroup to address some of the behavior that they witnessed when Sam was decompensating and to help them identify signs of decompensation in the future. $ Step 5: Identify who will make the contact. How can you help the consumer make the connection with the EAP counselor? $ There are two ways the consumer might make the connection with the EAP counselor. $ The consumer might go to the EAP directly. $ The consumer might ask for your assistance in contacting the EAP. $ A decision is needed about whether or not you, as the provider, will be involved directly at the workplace. $ Because Sam has not been taking his medication, it may be difficult for him to communicate as clearly as he would like. If Sam would like you to disclose on his behalf, a sample disclosure statement might be: ASam wants you to know that his job is very important to him and he feels it is a good match for his skills. In fact, the job is so important to him that he got into some trouble. Sam has a mental health condition for which he Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 11

12 takes medication. He did not want to ask for time off to go to the doctor, and he became sick because he did not have his medication. Sam really wants to keep this job. He knows the workplace is busy, but was hoping that it could accommodate him by giving him a leave to get back to his old self on his medication. Sam wondered whether the EAP could help him get a leave (either he may be entitled to paid leave as a benefit or he can request an unpaid leave under the Family and Medical Leave Act). When Sam is ready to return to work, we were wondering if the EAP could help to set up a meeting with Sam=s supervisor to help him transition back to $ How would you help Sam plan for his meeting with the EAP if he prefers to go to the EAP directly? $ Leader: Brainstorm suggestions from the group. $ So how would your work with Sam be different if Sam prefers that you contact the EAP on his behalf? $ Leader: Discuss question and make sure to include: $ Written informed consent is required before you can act on Sam=s behalf. $ A plan that covers all the points listed above is needed and should be worked out with Sam before you contact the EAP. $ Remember, no decisions can be made without Sam=s participation. $Step 6: Determine how the contact will take place. How are meetings with the EAP set up? How does Sam find out? $ Sam has to find out how meetings with the EAP are set up. He can: $ Call Human Resources $ Look through his benefits information $ Ask his supervisor or co-workers (though this may be uncomfortable for Sam considering his situation) $ Let=s try another example. This is someone who decides to use the support of the EAP proactively, before the first day of work, rather than someone like Sam who is referred to the EAP by his supervisor. Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 12

13 Another Example (10 minutes) $ Leader, point out that Maria=s Situation is also on Handout 5. Read Example out loud. Maria is about to start as an office assistant with a large electric company. She has obsessive compulsive disorder that is expressed as trouble leaving her house. She returns many times to clean her hands, checks to make sure the doors are locked and looks in her mail box before she can take the next step to get to her appointments. The community mental health care provider has helped her to plan an extra early start to her appointments to deal with this problem. Maria is afraid, however, that the 8 a.m. start time at work will be difficult. She is thinking of turning down the job offer. You suggest that maybe the workplace has flexible hours. How might you and Maria explore this option? $ Leader: Lead a discussion with the group. Try to elicit the following answers. Offer any that do not come up from the group: $ How might you determine whether or not there is an EAP? $ Maria can contact the HR Department to ask if there is an EAP. $ Maria=s provider can contact the workplace to ask about an EAP. $ Maria can look through her benefits information if it has already been given to her. $ Step 1: What is to be accomplished by going to the EAP? What will the provider/maria say? $ Maria wants to get an accommodation that will help her get this job. $ She needs to clarify what support the EAP can offer during the negotiation and thereafter. $ She might want to disclose that she has a mental health condition for which she needs a formal accommodation. $ She might suggest accommodations that she feels will help. $ Step 2: What will you or Maria disclose? Is there a disclosure plan? $ Maria only needs to disclose that she has a mental health condition and Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 13

14 how symptoms interfere with her job, i.e., the early start time is difficult for her. She would like to have a later start time to take advantage of the hours when she is at her full potential. So she is only disclosing her symptoms in relation to her job. She does not need to reveal the diagnosis or describe other symptoms or issues. $ She should make a disclosure plan that includes who, how, what, and when as discussed in the previous example. $ Is Maria protected by the ADA at this point? $ At this point, Maria is not protected by the ADA. If she does disclose that she has a mental health condition, she will be protected by the ADA and entitled to a formal accommodation, provided she is able to perform the essential functions of the job and the accommodation will not cause the employer undue hardship. $ Step 3: Use the specific job description to translate concerns into the language of the workplace. $ Maria=s condition interferes with job routines. She is afraid that it will be difficult to meet the 8:00 AM start time. $ Step 4: Determine what you will ask the EAP representative to do. $ She wants assistance in exploring whether or not there are flexible work hours. $ She wants to get advice from the EAP on a strategy that will work in this workplace. $ She needs to find out who arranges the accommodation and whether others have been accommodated in the past. $ Step 5: Identify who will make the contact and with whom contact will should be made. Who will make contact, Maria or you? If it is you, do you have informed consent? $ This depends on Maria=s level of comfort. Maria and the provider can make a plan that outlines what she will say and what the provider will say, if she wants the provider to be involved. $ The provider must have written informed consent. Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 14

15 .Step 6: Determine when and how the contact will take place. $ Maria, or you on her behalf, need to find out how to contact the EAP and how to set up an appointment. Is there an 800 number? Is there an on-site office? How Providers Can Help EAP Professionals (15 minutes) $ You and the EAP professional share the same interests - supporting the worker so that he or she can do the best job possible. $ Although EAPs might be willing to partner with you to help consumers sustain work, there is no guarantee that they will know what to do. $ Many EAP professionals are as unfamiliar with the concept of workplace accommodation as many providers. Accommodations, if they exist, for example, may have been negotiated through the Legal department and supervisor, and the EAP may not have been asked to become involved. $ Many EAP professionals may not be familiar with the concerns and issues of people with mental health conditions who are working. Their focus may be on people with substance abuse issues or they may help people secure a disability leave instead of working on job retention. $ In order for EAPs to be effective resources to people with mental health conditions, providers must be prepared to educate EAP professionals around issues of accommodation and what the needs are for persons working with a mental health condition. $ Let=s think about ways to do this. $ Leader: Explore options with participants such as outreach to EAPs, working on a case by case basis, presentations at professional conferences for EAP professionals, etc. $ To educate and work with EAP professionals, it is essential to be able to translate the concerns and needs of the consumer into the language of the workplace. $ Accommodations must be appropriate to the job and be responsive to the needs of the individual and of the workplace. Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 15

16 $ Accommodations must be described in terms of the job, not the mental health condition. Discuss how the consumer needs changes in tasks, routines, relationships or the physical environment. Do not discuss symptoms or diagnoses. Be mindful of requirements in union contracts if one exists for this workplace. $ Providers can enhance their partnerships with EAPs by providing support services to workers that meet the needs of working people. What might these be? $ Leader: Brainstorm ideas with group. Add these ideas if they do not come up in discussion: $ Advocacy regarding benefits $ Documentation to support requests for accommodation or rights under Family Medical Leave Act $ Evening hours for support groups around themes such as workplace communication, anger management and conflict resolution Summing Up (10 minutes) $ We have covered a lot of ground. We have learned what EAPs are and how they might support consumers at work, how to access the EAP and your role in insuring EAPs are responsive to the needs of working consumers. What do you think? Can you imagine partnering with EAPs? What seems like it would work? What seems like it won=t work? $ Leader: Encourage discussion. $ We know that job retention is often difficult for people with mental health conditions. EAPs are another resource available to some consumers that might help. Consumers should always be counseled to try to protect workplace connections. With your input, consumers will be better able to access and utilize the additional assistance of EAPs. Copyright 2002 CUCSPPW and the New York Work Exchange EAP Training Manual - Providers 16

Options for EAPs in the 21 st Century A Training Module for Employee Assistance Professionals

Options for EAPs in the 21 st Century A Training Module for Employee Assistance Professionals Options for EAPs in the 21 st Century A Training Module for Employee Assistance Professionals GOAL: The goal of the training is to help EAP professionals consider the importance of providing support to

More information

Workplace Solutions. Supervisor Intervention Training

Workplace Solutions. Supervisor Intervention Training Workplace Solutions Supervisor Intervention Training What is Workplace Solutions? Workplace Solutions is the new name for the internal Employee Assistance Program Workplace Solutions is a work-based intervention

More information

The Art of Disclosing Your Disability

The Art of Disclosing Your Disability The Art of Disclosing Your Disability Presented by Richard Pimentel Publications by Richard Pimentel include: Working with people with Disabilities in a Job Placement Job Retention Environment Developing

More information

Making Effective Referrals to the Employee Assistance Program

Making Effective Referrals to the Employee Assistance Program Making Effective Referrals to the Employee Assistance Program Florida Association of School Personnel Administrators Conference Presented by: Melvina MacDonald, Director The Employee Assistance Program

More information

MODULE 13 CASE MANAGEMENT

MODULE 13 CASE MANAGEMENT MODULE 13 CASE MANAGEMENT Module 13: Case Management Table Of Contents TABLE OF CONTENTS... II MODULE 13: CASE MANAGEMENT...... 1 BACKGROUND.. 1 Emergency needs... 2 Case management needs 2 INTRODUCTION...

More information

Workforce Strategies A SUPPLEMENT TO HUMAN RESOURCES REPORT

Workforce Strategies A SUPPLEMENT TO HUMAN RESOURCES REPORT BNA, INC. Workforce Strategies A SUPPLEMENT TO HUMAN RESOURCES REPORT VOL. 29, NO. 7 ISSN 1523-2832 JULY 2011 Reproduced with permission from Workforce Strategies, 29 WFS No. 7, pp 10-14, 07/01/2011. Copyright

More information

AGAPE. Therapist Client Services Agreement

AGAPE. Therapist Client Services Agreement Revised 7/1/08 AGAPE Therapist Client Services Agreement AGAPE is a faith-based organization guided by Christian values. As part of its overall mission, AGAPE offers professional counseling and psychological

More information

Helping You Choose a Counselor or Therapist

Helping You Choose a Counselor or Therapist Helping You Choose a Counselor or Therapist There are times when personal, work, or family problems make it hard to enjoy life. Maybe you're having trouble sleeping or concentrating at work. Perhaps you

More information

A safe, healthy and drug-free workplace is everybody s responsibility. Thanks for making it yours.

A safe, healthy and drug-free workplace is everybody s responsibility. Thanks for making it yours. TOOL BOX TALK 1: DRUG-FREE WORKPLACES: The Basic Message Worksite alcohol and drug use cannot be taken lightly, especially on construction sites where we rely on each other for safety. As a worker on this

More information

Agreement for Therapy and Informed Consent

Agreement for Therapy and Informed Consent Agreement for Therapy and Informed Consent Welcome to the counseling program of St. Joseph Family Center. This Agreement for Therapy contains important information about our professional services and business

More information

Heading H I V. and Discrimination YOUR LEGAL RIGHTS HIV AND DISCRIMINATION 1

Heading H I V. and Discrimination YOUR LEGAL RIGHTS HIV AND DISCRIMINATION 1 HIV AND DISCRIMINATION 1 Heading H I V and Discrimination YOUR LEGAL RIGHTS UPDATED FEBRUARY 2013 published by: AIDS Legal Council of Chicago 180 North Michigan Avenue, Suite 2110 Chicago, Illinois 60601

More information

Anna M. Trad, Ph.D., 1244 Clairmont Road, Suite 204 Decatur, GA 30030

Anna M. Trad, Ph.D., 1244 Clairmont Road, Suite 204 Decatur, GA 30030 Anna M. Trad, Ph.D., 1244 Clairmont Road, Suite 204 Decatur, GA 30030 PSYCHOLOGIST - PATIENT SERVICES AGREEMENT Welcome to my practice. This document (the Agreement) contains important information about

More information

Facts Sheets and Scenarios for Employers: Job Accommodations for Employees with Mental Health Conditions

Facts Sheets and Scenarios for Employers: Job Accommodations for Employees with Mental Health Conditions Facts Sheets and Scenarios for Employers: Job Accommodations for Employees with Mental Health Conditions Developed by Boston University Center for Psychiatric Rehabilitation with support of grant #H133B090014

More information

Child Abuse, Child Neglect. What Parents Should Know If They Are Investigated

Child Abuse, Child Neglect. What Parents Should Know If They Are Investigated Child Abuse, Child Neglect What Parents Should Know If They Are Investigated Written by South Carolina Appleseed Legal Justice Center with editing and assistance from the Children s Law Center and the

More information

A L C O H O L D R U G S and G A M B L I N G

A L C O H O L D R U G S and G A M B L I N G IT S OUR BUSINESS Does someone I work with have a problem? A L C O H O L D R U G S and G A M B L I N G in the Workplace S O M E O N E A T W O R K H A S A P R O B L E M 3 Co-workers often get to know each

More information

Kathleen Long, Ph.D. 510 A Pollock Street New Bern, NC 28562 Phone: (252) 636-2286 Fax: (252) 636-5677

Kathleen Long, Ph.D. 510 A Pollock Street New Bern, NC 28562 Phone: (252) 636-2286 Fax: (252) 636-5677 Kathleen Long, Ph.D. 510 A Pollock Street New Bern, NC 28562 Phone: (252) 636-2286 Fax: (252) 636-5677 Welcome! Please take a minute to complete the following information. Your name: Phone Number: Address:

More information

Southern Counseling and Psychological Services LLC 104B E. Linda Vista, Roswell, NM 88201 (575) 420-1853 Fax (575) 624-8889

Southern Counseling and Psychological Services LLC 104B E. Linda Vista, Roswell, NM 88201 (575) 420-1853 Fax (575) 624-8889 Southern Counseling and Psychological Services LLC 104B E. Linda Vista, Roswell, NM 88201 (575) 420-1853 Fax (575) 624-8889 PSYCHOTHERAPIST-PATIENT SERVICES AGREEMENT Welcome to my practice. This document

More information

Key essential skills are: Critical Thinking, Oral Communication, Problem Solving. Level 1. Level 2

Key essential skills are: Critical Thinking, Oral Communication, Problem Solving. Level 1. Level 2 NOC: 4152 Occupation: Social Worker Occupation Description: Responsibilities include providing counselling, therapy and assistance to residents and family as appropriate. Social workers may also act as

More information

HIV/AIDS DISCRIMINATION

HIV/AIDS DISCRIMINATION HIV/AIDS DISCRIMINATION Are You Breaking The Law? HALSA HIV & AIDS Legal Services Alliance Produced by the City of Los Angeles Department on Disability, AIDS Coordinator s Office HIV/AIDS DISCRIMINATION

More information

Riegler Shienvold & Associates (717) 540-1313 2151 Linglestown Road, Suite 200 Harrisburg, PA 17110

Riegler Shienvold & Associates (717) 540-1313 2151 Linglestown Road, Suite 200 Harrisburg, PA 17110 Riegler Shienvold & Associates (717) 540-1313 2151 Linglestown Road, Suite 200 Harrisburg, PA 17110 PROVIDER-PATIENT SERVICES AGREEMENT Welcome to Riegler Shienvold & Associates (RSA). This document (the

More information

MENTAL HEALTH CENTERS OF WESTERN ILLINOIS

MENTAL HEALTH CENTERS OF WESTERN ILLINOIS MENTAL HEALTH CENTERS OF WESTERN ILLINOIS Brown Site 700 SE Cross Phone: 217-773-3325 Fax: 217-773-2425 Day Program Building 210 Country Lane Phone: 217-773-3958 Fax: 217-773-2339 Sterling Apartments 211

More information

Client Intake Information. Client Name: Home Phone: OK to leave message? Yes No. Office Phone: OK to leave message? Yes No

Client Intake Information. Client Name: Home Phone: OK to leave message? Yes No. Office Phone: OK to leave message? Yes No : Chris Groff, JD, MA, Licensed Pastor Certified Sex Addiction Therapist Candidate 550 Bailey, Suite 235 Fort Worth, Texas 76107 Client Intake Information Client Name: Street Address: City: State: ZIP:

More information

Sterman Counseling and Assessment

Sterman Counseling and Assessment Information for Clients Welcome to Sterman Counseling and Assessment. We appreciate the opportunity to be of assistance to you. This packet answers some questions about therapy services. It is important

More information

YOUR MONEY, YOUR GOALS. A financial empowerment toolkit for community volunteers

YOUR MONEY, YOUR GOALS. A financial empowerment toolkit for community volunteers YOUR MONEY, YOUR GOALS A financial empowerment toolkit for community volunteers Consumer Financial Protection Bureau April 2015 Table of contents INTRODUCTION PART 1: Volunteers and financial empowerment...

More information

PATIENT DEMOGRAPHIC INFORMATION FORM

PATIENT DEMOGRAPHIC INFORMATION FORM If you did not complete these forms in advance and bring them with your initial appointment today, then please complete them, and sign them now. Our office does not receive email from patients. We do use

More information

Employment after Traumatic Brain Injury. Living with Brain Injury

Employment after Traumatic Brain Injury. Living with Brain Injury Employment after Traumatic Brain Injury Living with Brain Injury This brochure was developed for friends, family members, and caregivers of persons with brain injury. It also may be used in discussions

More information

Dale C. Godby, Ph.D., ABPP, CGP 6330 LBJ Suite 150 Dallas, Texas 75240 972-233-0648

Dale C. Godby, Ph.D., ABPP, CGP 6330 LBJ Suite 150 Dallas, Texas 75240 972-233-0648 Dale C. Godby, Ph.D., ABPP, CGP 6330 LBJ Suite 150 Dallas, Texas 75240 972-233-0648 Problems in love and work, as well as troubling symptoms like depression and anxiety, often lead people to seek therapy.

More information

Great Bay Mental Health Associates, Inc. Notice to Clients and Consent to Mental Health Treatment Agreement Courtney A. Atherton, MA, LCMHC, MLADC

Great Bay Mental Health Associates, Inc. Notice to Clients and Consent to Mental Health Treatment Agreement Courtney A. Atherton, MA, LCMHC, MLADC Great Bay Mental Health Associates, Inc. Notice to Clients and Consent to Mental Health Treatment Agreement Courtney A. Atherton, MA, LCMHC, MLADC Patient Name (please print): Welcome to the therapy services

More information

National Council for Occupational Safety and Health Leading the Fight for Safe and Healthy Workplaces! www.coshnetwork.org

National Council for Occupational Safety and Health Leading the Fight for Safe and Healthy Workplaces! www.coshnetwork.org National Council for Occupational Safety and Health Leading the Fight for Safe and Healthy Workplaces! www.coshnetwork.org Workplace Safety Dialogues for use in English as a Second Language classes Dialogue

More information

Bert Epstein, Psy.D.

Bert Epstein, Psy.D. Bert Epstein, Psy.D. 159 Kentucky Street Suite 3 Petaluma, CA 94952 707 242-1989 bert@drbertepstein.com CA License PSY 21404 Office Policies & Agreement for Psychotherapy Services Welcome. Your first visit

More information

EMPLOYMENT. What federal and state laws protect me at my job site?

EMPLOYMENT. What federal and state laws protect me at my job site? EMPLOYMENT In recent years, breakthroughs in treatment have allowed HIV-positive individuals to lead fulfilling lives with less severe symptoms. As a result, many people with HIV feel healthy enough to

More information

Notice of Privacy Practices

Notice of Privacy Practices Notice of Privacy Practices THIS NOTICE DESCRIBES HOW MEDICAL INFORMATION ABOUT YOU MAY BE USED AND DISCLOSED AND HOW YOU CAN GET ACCESS TO THIS INFORMATION. PLEASE REVIEW IT CAREFULLY. Privacy is a very

More information

NATIONAL COSH National Council for Occupational Safety and Health 301 Fayetteville St. #2814 Raleigh NC 27601 (919) 428-6915 coshnatl@gmail.

NATIONAL COSH National Council for Occupational Safety and Health 301 Fayetteville St. #2814 Raleigh NC 27601 (919) 428-6915 coshnatl@gmail. Workplace Safety Dialogues for use in English as a Second Language classes NATIONAL COSH National Council for Occupational Safety and Health 301 Fayetteville St. #2814 Raleigh NC 27601 (919) 428-6915 coshnatl@gmail.com

More information

Life Tide Counseling, PC Individual, Marriage and Family Counseling

Life Tide Counseling, PC Individual, Marriage and Family Counseling Life Tide Counseling, PC Individual, Marriage and Family Counseling OUTPATIENT SERVICES CONTRACT Therapist: ( Therapist ) Client: ( Client ) Welcome to Life Tide Counseling, PC ( Life Tide Counseling ).

More information

Office of Security Management (213) 974-7926

Office of Security Management (213) 974-7926 PREPARED BY OCCUPATIONAL HEALTH PROGRAMS CHIEF EXECUTIVE OFFICE RISK MANAGEMENT BRANCH October 2007 Section Page STATEMENT OF PURPOSE...3 Psychiatric Emergencies AUTHORITY & CIVIL SERVICE RULES... 4 Application

More information

Disability Management and Accommodating Employees with Disabilities. Framework

Disability Management and Accommodating Employees with Disabilities. Framework Disability Management and Accommodating Employees with Disabilities Framework Effective Date: FEBRUARY 24, 2012 (with revisions June 26, 2014, February 2, 2015), 2012) Table of Contents DISABILITY MANAGEMENT

More information

A Manager s Guide to Reasonable Accommodation

A Manager s Guide to Reasonable Accommodation A Manager s Guide to Reasonable Accommodation This guide is the responsibility of the Public Service Agency Province of British Columbia TABLE OF CONTENTS INTRODUCTION...2 KEY CONCEPTS...3 A. The Concept

More information

Services for today s supervisors, managers and HR professionals

Services for today s supervisors, managers and HR professionals Services for today s supervisors, managers and HR professionals Aetna Employee Assistance Program Management Services Management Consultation Services Critical Incident Support Educational Programs Coaching

More information

Questions and Answers from Webinar: Know Your Rights: Employment Discrimination Against People with Alcohol/Drug Histories

Questions and Answers from Webinar: Know Your Rights: Employment Discrimination Against People with Alcohol/Drug Histories Questions and Answers from Webinar: Know Your Rights: Employment Discrimination Against People with Alcohol/Drug Histories NOTE: We answered a substantial number of the questions received; however, we

More information

Employment after Burn Injury

Employment after Burn Injury Burn Injury Model System Consumer Information For more information, contact your nearest Burn Model Systems. For a list of Burn Model Systems visit: http://www.msktc.org/ burn/findms.asp This publication

More information

Counseling Intake Form (Each person attending therapy should complete a form)

Counseling Intake Form (Each person attending therapy should complete a form) Counseling Intake Form (Each person attending therapy should complete a form) Name Male Female Mailing Address Date of Birth Home Phone Work Email How would you like to be contacted? Home Work Email Okay

More information

Renee Bellis, PsyD, CSAC Clinical Psychologist & Certified Substance Abuse Counselor 850 West Hind Dr. Suite # 110 Honolulu, HI 96821 P(808) 781-8187

Renee Bellis, PsyD, CSAC Clinical Psychologist & Certified Substance Abuse Counselor 850 West Hind Dr. Suite # 110 Honolulu, HI 96821 P(808) 781-8187 Renee Bellis, PsyD, CSAC Clinical Psychologist & Certified Substance Abuse Counselor 850 West Hind Dr. Suite # 110 Honolulu, HI 96821 P(808) 781-8187 F(808) 748-0778 OUTPATIENT SERVICES CONTRACT This document

More information

GENESIS COUNSELING GROUP, S.C.

GENESIS COUNSELING GROUP, S.C. PSYCHOLOGY SERVICES CONTRACT Welcome to my practice. This document contains important information about my professional services and business policies. Please read it carefully and jot down any questions

More information

HUMAN RESOURCES. Administration I I I I I. Dive~ily. Training. See R1sk Managemenl section for budget del311s

HUMAN RESOURCES. Administration I I I I I. Dive~ily. Training. See R1sk Managemenl section for budget del311s Human Resources HUMAN RESOURCES I Administration I I I I I I Dive~ily Training '" Lab-or and Employment Relations Organization E fleclive ness Program See R1sk Managemenl section for budget del311s Mission

More information

Notice of Privacy Practices

Notice of Privacy Practices LiveWell Group 7781 Cooper Road 2 nd floor Suite 5 Cincinnati OH, 45242 Notice of Privacy Practices THIS NOTICE DESCRIBES HOW MEDICAL INFORMATION ABOUT YOU MAY BE USED AND DISCLOSED AND HOW YOU CAN GET

More information

Consent to Treatment (Long Version) Sabrina Walters Counseling, LLC 3000 NW Stucki PL, Suite 230 Hillsboro, OR 97124 503-869-8108

Consent to Treatment (Long Version) Sabrina Walters Counseling, LLC 3000 NW Stucki PL, Suite 230 Hillsboro, OR 97124 503-869-8108 Consent to Treatment (Long Version) Sabrina Walters Counseling, LLC 3000 NW Stucki PL, Suite 230 Hillsboro, OR 97124 503-869-8108 COUNSELOR-CLIENT SERVICE AGREEMENT Welcome to my practice. This document

More information

Jason S Berman, PhD, PLLC; Licensed Psychologist; 12830 Hillcrest, Suite 111 Dallas, Texas 75230; (214) 929-9244 PROFESSIONAL SERVICES CONTRACT

Jason S Berman, PhD, PLLC; Licensed Psychologist; 12830 Hillcrest, Suite 111 Dallas, Texas 75230; (214) 929-9244 PROFESSIONAL SERVICES CONTRACT PROFESSIONAL SERVICES CONTRACT Welcome to my practice. This document contains important information about my professional services and business policies. Please read it carefully and jot down any questions

More information

Agency of Human Services

Agency of Human Services Agency of Human Services Practice Guidelines for the Identification and Treatment of Co-occurring Mental Health and Substance Abuse Issues In Children, Youth and Families The Vermont Practice Guidelines

More information

The Role of Employee Assistance Programs in Supporting Workers with Mental Health Conditions

The Role of Employee Assistance Programs in Supporting Workers with Mental Health Conditions The Role of Employee Assistance Programs in Supporting Workers with Mental Health Conditions December 2002 New York Work Exchange A Project of The Coalition of Voluntary Mental Health Agencies 90 Broad

More information

Jennifer L. Trotter, Ph.D.

Jennifer L. Trotter, Ph.D. Jennifer L. Trotter, Ph.D. Telephone: 248-880-4966 - Email: JenniferLTrotter@gmail.com Licensed Clinical Psychologist Address: 25882 Orchard Lake Road - Suite L-4 - Farmington Hills, MI 48336 OUTPATIENT

More information

TIDELANDS COUNSELING CINDY STRICKLEN, M.S., I.M.F. LICENSE #61293 1411 Marsh Street Suite 105, San Luis Obispo, CA 93401

TIDELANDS COUNSELING CINDY STRICKLEN, M.S., I.M.F. LICENSE #61293 1411 Marsh Street Suite 105, San Luis Obispo, CA 93401 TIDELANDS COUNSELING CINDY STRICKLEN, M.S., I.M.F. LICENSE #61293 1411 Marsh Street Suite 105, San Luis Obispo, CA 93401 Minor Consent for Treatment and Service Agreement Welcome to Tidelands Counseling!

More information

Legal Issues for People with HIV

Legal Issues for People with HIV Legal Issues for People with HIV Duke Legal Project Box 90360 Durham, NC 27708-0360 (919) 613-7169 (888) 600-7274 Duke Legal Project is a clinical legal education program of Duke Law School. Legal Representation

More information

OFFICE POLICIES AND SERVICE AGREEMENT

OFFICE POLICIES AND SERVICE AGREEMENT Thomas Cicciarelli, Psy.D. PSY17298 350 Parnassus Avenue, Suite 601. San Francisco, CA 94117. 415-767-5199 OFFICE POLICIES AND SERVICE AGREEMENT Introduction Welcome to my practice. This document contains

More information

Guidelines for Setting up Security Measures to Stop Domestic Violence in the Workplace

Guidelines for Setting up Security Measures to Stop Domestic Violence in the Workplace Guidelines for Setting up Security Measures to Stop Domestic Violence in the Workplace As of June 15, 2010, all employers in Ontario are responsible for protecting workers when domestic violence follows

More information

Integrative Psycho-Therapy and Assessment Services, P.L.L.C. PSYCHOTHERAPIST-PATIENT SERVICES AGREEMENT

Integrative Psycho-Therapy and Assessment Services, P.L.L.C. PSYCHOTHERAPIST-PATIENT SERVICES AGREEMENT Integrative Psycho-Therapy and Assessment Services, P.L.L.C. PSYCHOTHERAPIST-PATIENT SERVICES AGREEMENT Welcome to my practice. This document (the Agreement) contains important information about my professional

More information

EMPLOYMENT ADVICE FOR PEOPLE WITH PSYCHIATRIC DISABILITIES

EMPLOYMENT ADVICE FOR PEOPLE WITH PSYCHIATRIC DISABILITIES Rev. Oct. 31, 2003 EM6 EMPLOYMENT ADVICE FOR PEOPLE WITH PSYCHIATRIC DISABILITIES This handout tries to answer several questions about how people with psychiatric disabilities can get and keep a job. The

More information

THE STATE OF CALIFORNIA S EMPLOYEE ASSISTANCE PROGRAM

THE STATE OF CALIFORNIA S EMPLOYEE ASSISTANCE PROGRAM THE STATE OF CALIFORNIA S EMPLOYEE ASSISTANCE PROGRAM SUPERVISOR'S HANDBOOK THE EMPLOYEE ASSISTANCE PROGRAM (EAP) The Employee Assistance Program (EAP) is a confidential counseling and personal assistance

More information

Informed Consent and Clinical Policies

Informed Consent and Clinical Policies THRIVE Center for ADHD and Comprehensive Mental Health Informed Consent and Clinical Policies Welcome to THRIVE. This document contains important information about our professional services and business

More information

SENIOR MENTAL HEALTH COUNSELOR I/II

SENIOR MENTAL HEALTH COUNSELOR I/II SENIOR MENTAL HEALTH COUNSELOR I/II DEFINITION To perform a variety of complex professional duties in the provision of outpatient and crisis mental health services to individuals and groups. DISTINGUISHING

More information

Fact Sheet Series. The Interactive Process: Federal Sector

Fact Sheet Series. The Interactive Process: Federal Sector Fact Sheet Series The Interactive Process: Federal Sector JAN S ACCOMMODATION FACT SHEET SERIES THE INTERACTIVE PROCESS: FEDERAL SECTOR The Rehabilitation Act of 1973 requires the Federal sector to provide

More information

Children, youth and families with co-occurring mental health and substance abuse issues are welcomed in every contact, and in every setting.

Children, youth and families with co-occurring mental health and substance abuse issues are welcomed in every contact, and in every setting. Practice Guidelines for the Identification and Treatment of Co-occurring Mental Health and Substance Abuse Issues In Children, Youth and Families June, 2008 This document is adapted from The Vermont Practice

More information

Ethics in School Counseling

Ethics in School Counseling Ethics in School Counseling September 9, 2015 Maria Grovner, Education Program Specialist Stacey Suber-Drake, Deputy General Counsel Overview Georgia s Code of Ethics for Educators American School Counselor

More information

Employee Drug-Free Workplace Education

Employee Drug-Free Workplace Education Employee Drug-Free Workplace Education South Carolina State University Alcohol- and Drug-Free Workplace Provided by the Office of Professional Development & Training SC State University Employee Education

More information

Minnesota Demonstration to Maintain Independence and Employment:

Minnesota Demonstration to Maintain Independence and Employment: Minnesota Demonstration to Maintain Independence and Employment: Summary of Outreach, Enrollment, and Retention, and Service Additions to the SWSW Program Volume 2 Prepared for: State of Minnesota Prepared

More information

Social Security Disability Resources For Self Advocacy

Social Security Disability Resources For Self Advocacy Social Security Disability Resources For Self Advocacy Introduction This guide is intended to help people with multiple sclerosis (MS) advocate effectively to obtain the Social Security Disability Insurance

More information

Bradley D. Powell, PhD NOTICE OF PRIVACY PRACTICES: Effective June 1, 2004

Bradley D. Powell, PhD NOTICE OF PRIVACY PRACTICES: Effective June 1, 2004 Bradley D. Powell, PhD NOTICE OF PRIVACY PRACTICES: Effective June 1, 2004 A Summary of the Provisions of the Health Insurance Portability and Accountability Act ( HIPAA ) Privacy Rule (45 C.F.R. parts

More information

Deborah Issokson, Psy.D.

Deborah Issokson, Psy.D. Deborah Issokson, Psy.D. Licensed Psychologist HEALTHCARE PRIVACY AND SECURITY POLICIES PSYCHOTHERAPIST-PATIENT SERVICES AGREEMENT Welcome to my practice. This document (the Agreement) contains important

More information

Lisa C. Tang, Ph.D. Licensed Clinical Psychologist 91 W Neal St. Pleasanton, CA 94566 (925) 963-8835

Lisa C. Tang, Ph.D. Licensed Clinical Psychologist 91 W Neal St. Pleasanton, CA 94566 (925) 963-8835 Lisa C. Tang, Ph.D. Licensed Clinical Psychologist 91 W Neal St. Pleasanton, CA 94566 (925) 963-8835 Professional Policies and Consent to Treatment Welcome to my practice. I appreciate your giving me the

More information

Which Laws Prohibit Discrimination Against People with Alcohol/Drug Histories?

Which Laws Prohibit Discrimination Against People with Alcohol/Drug Histories? Understanding the Legal and Ethical Protections Related to Employment for Persons in Recovery Which Laws Prohibit Discrimination Against People with Alcohol/Drug Histories? Prepared in part by the Legal

More information

STATE OF NEVADA Department of Administration Division of Human Resource Management CLASS SPECIFICATION

STATE OF NEVADA Department of Administration Division of Human Resource Management CLASS SPECIFICATION STATE OF NEVADA Department of Administration Division of Human Resource Management CLASS SPECIFICATION TITLE GRADE EEO-4 CODE REHABILITATION SUPERVISOR 37 B 12.416 I SERIES CONCEPT Rehabilitation Counselors

More information

CHILDREN S MENTAL HEALTH SERVICES CLIENT WELCOME AND ORIENTATION INFORMATION

CHILDREN S MENTAL HEALTH SERVICES CLIENT WELCOME AND ORIENTATION INFORMATION CHILDREN S MENTAL HEALTH SERVICES Serving Children, Youth and Families in Hastings and Prince Edward Counties CLIENT WELCOME AND ORIENTATION INFORMATION Working Towards a Brighter Future! An Accredited

More information

PROGRAM FOR LICENSING ASSESSMENTS FOR COLORADO EDUCATORS (PLACE ) OBJECTIVES FIELD 047: SCHOOL SOCIAL WORKER

PROGRAM FOR LICENSING ASSESSMENTS FOR COLORADO EDUCATORS (PLACE ) OBJECTIVES FIELD 047: SCHOOL SOCIAL WORKER PROGRAM FOR LICENSING ASSESSMENTS FOR COLORADO EDUCATORS (PLACE ) OBJECTIVES Subareas Human Behavior and Social Environment Social Systems and Organizational Theories and Case Management Individual Counseling

More information

The ABCs of SCHEDULE A

The ABCs of SCHEDULE A The ABCs of SCHEDULE A For Applicants with Disabilities Tips for Getting Federal Jobs INTRODUCTION There are many advantages to working for the federal government. Federal employees serve in a wide variety

More information

TELLING PEOPLE YOU HAVE NEUROFIBROMATOSIS TYPE 1. StLouisChildrens.org

TELLING PEOPLE YOU HAVE NEUROFIBROMATOSIS TYPE 1. StLouisChildrens.org TELLING PEOPLE YOU HAVE NEUROFIBROMATOSIS TYPE 1 StLouisChildrens.org Introduction Neurofibromatosis Type 1 (NF1) is a common genetic condition that can cause a wide variety of medical problems in different

More information

UNDERSTANDING VOCATIONAL REHABILITATION

UNDERSTANDING VOCATIONAL REHABILITATION Knowing the Road Knowing The Road is a guide to the services offered by Louisiana Rehabilitation Services (LRS). Each step of the vocational rehabilitation (VR) process is described. These steps include:

More information

More. More. Better. benefits for faculty & staff. services for administrators. results than any other EAP.

More. More. Better. benefits for faculty & staff. services for administrators. results than any other EAP. More benefits for faculty & staff. More services for administrators. Better results than any other EAP. The only EAP designed specifically for higher education Educators cope with unique on-the job stressors:

More information

Policy and Procedure. Managing Attendance. Policy and Procedure

Policy and Procedure. Managing Attendance. Policy and Procedure Managing Attendance Policy and Procedure Agreed at CNG on 25 th April 2007 Managing Attendance Policy and Procedure Table of contents: TABLE OF CONTENTS Section 1 The Policy 3 Aim of the Process 3 Key

More information

TIDELANDS COUNSELING STACY GUISSE, PSY.D., MFT LICENSE #48134 1411 Marsh Street Suite 105, San Luis Obispo, CA 93401

TIDELANDS COUNSELING STACY GUISSE, PSY.D., MFT LICENSE #48134 1411 Marsh Street Suite 105, San Luis Obispo, CA 93401 TIDELANDS COUNSELING STACY GUISSE, PSY.D., MFT LICENSE #48134 1411 Marsh Street Suite 105, San Luis Obispo, CA 93401 Adult Consent for Treatment and Service Agreement Welcome to Tidelands Counseling! Tidelands

More information

Connections Counseling, L.L.C. Couple/Family s Personal Information

Connections Counseling, L.L.C. Couple/Family s Personal Information Name (s): SS#(indicate name): Home Address: Connections Counseling, L.L.C. Couple/Family s Personal Information DOBs/Ages: How were you referred? Specify names of which client for all questions below:

More information

PSYCHOTHERAPY CONTRACT

PSYCHOTHERAPY CONTRACT Aaron J. Dodini, Ph.D. Licensed Clinical Psychologist Licensed Marriage & Family Therapist PSYCHOTHERAPY CONTRACT Welcome to my practice. This document contains important information about my professional

More information

Notice of Privacy Practices

Notice of Privacy Practices SHANNON LERACH, Ph.D. Licensed Clinical Psychologist PSY23705 243 N. Highway 101, Suite 16, Solana Beach, CA 92075 Telephone: (619) 817.5320 Fax: (858) 481.1674 Notice of Privacy Practices This Notice

More information

SAMPLE Standard Operating Procedure for Recovery Community Centers

SAMPLE Standard Operating Procedure for Recovery Community Centers SAMPLE Standard Operating Procedure for Recovery Community Centers 1 Our mission is to provide a comprehensive array of crisis, behavioral health, trauma and recovery services that contribute to the well-being

More information

Child Abuse, Child Neglect:

Child Abuse, Child Neglect: Child Abuse, Child Neglect: What Out of Home Caregivers Should Know if They Are Investigated Written by South Carolina Appleseed Legal Justice Center With editing and assistance from the Children s Law

More information

Prevocational Services Six Month Progress Report and Service Plan

Prevocational Services Six Month Progress Report and Service Plan Prevocational Services Six Month Progress Report and Service Plan A Training for Family Care, Family Care Partnership & PACE Welcome to this training for providers of prevocational services. This training

More information

Family Focused Therapy for Bipolar Disorder (Clinical Case Series) Participant Information Sheet

Family Focused Therapy for Bipolar Disorder (Clinical Case Series) Participant Information Sheet Family Focused Therapy for Bipolar Disorder (Clinical Case Series) Participant Information Sheet Study Title: Family Focused Therapy for Bipolar Disorder: A Clinical Case Series) We would like to invite

More information

LIMPOPO REPUBLIC OF SOUTH AFRICA SUBSTANCE ABUSE POLICY

LIMPOPO REPUBLIC OF SOUTH AFRICA SUBSTANCE ABUSE POLICY LIMPOPO PROVINCIAL GOVERNMENT REPUBLIC OF SOUTH AFRICA SUBSTANCE ABUSE POLICY TABLE OF CONTENTS PAGES Glossary 3 1. Preamble 4 2. Purpose 4 3. Legal Framework 4 4. Scope of application 5 5. Policy principles

More information

OUTSIDE AND INSIDE THE SCHOOL COUNSELOR JOB SEARCH

OUTSIDE AND INSIDE THE SCHOOL COUNSELOR JOB SEARCH OUTSIDE AND INSIDE THE SCHOOL COUNSELOR JOB SEARCH Dr. Louis J. Bamonte Guidance Chairperson Walter G. O'Connell Copiague High School Outside: Before the Interview A. Some Random Thoughts 1. For everything

More information

Walmart s Accommodation in Employment Policy and Pregnancy/Disability Discrimination: A Backgrounder

Walmart s Accommodation in Employment Policy and Pregnancy/Disability Discrimination: A Backgrounder Walmart s Accommodation in Employment Policy and Pregnancy/Disability Discrimination: A Backgrounder. By: A Better Balance & the National Women s Law Center I. The Legal Challenge to Walmart s Pregnancy

More information

COUNSELOR COMPETENCY DESCRIPTION. ACBHC (Counselor Technician, Counselor I, Counselor II, & Clinical Supervisor)

COUNSELOR COMPETENCY DESCRIPTION. ACBHC (Counselor Technician, Counselor I, Counselor II, & Clinical Supervisor) COUNSELOR COMPETENCY DESCRIPTION ACBHC (Counselor Technician, Counselor I, Counselor II, & Clinical Supervisor) NOTE: The following material on substance abuse counselor competency has been developed from

More information

STATE OF NEVADA Department of Administration Division of Human Resource Management CLASS SPECIFICATION

STATE OF NEVADA Department of Administration Division of Human Resource Management CLASS SPECIFICATION STATE OF NEVADA Department of Administration Division of Human Resource Management CLASS SPECIFICATION TITLE GRADE EEO-4 CODE MENTAL HEALTH COUNSELOR V 43* B 10.135 MENTAL HEALTH COUNSELOR IV 41* B 10.137

More information

SUBSTANCE ABUSE TREATMENT

SUBSTANCE ABUSE TREATMENT 315 NORTH 6TH STREET, 2ND FLOOR; P.O. BOX 7007 NEWARK, NJ 07107 PHONE: 973-485-5220 FAX: 973-485-5085 E-MAIL: NEWARKEMA@NEWARKEMA.ORG VISIT US AT WWW.NEWARKEMA.ORG JOIN US ON FACEBOOK AT WWW.FACEBOOK.COM/NEWARKEMA

More information

Office Policies, Informed Consent for Treatment, and Protecting the Privacy of Your Health Record

Office Policies, Informed Consent for Treatment, and Protecting the Privacy of Your Health Record Office Policies, Informed Consent for Treatment, and Protecting the Privacy of Your Health Record Welcome to my office! Below is some information you may wish to read before your first appointment. Included

More information

Client Groups District 16

Client Groups District 16 Client Groups District 16 Holistic Assessment Hillsboro The Holistic Assessment is offered weekly for TANF applicants or ongoing applicants needing screenings. The Assessment incorporates Dr. Ford related

More information

PURPOSE: To inform the Bureau Staff of a new apprenticeable occupation:

PURPOSE: To inform the Bureau Staff of a new apprenticeable occupation: BULLETIN 2002-02 Date: November 28, 2001 U.S. Department of Labor Employment and Training Administration Office of Apprenticeship Training, Employer and Labor Services Washington, D.C. 20210 Symbols: DSNIP/DMc

More information

REPORTER. Decision of the Appeal Division

REPORTER. Decision of the Appeal Division WORKERS COMPENSATION REPORTER Decision of the Appeal Division Number: 00-1682 Date: October 26, 2000 Panel: Marguerite Mousseau Subject: Whether Worker Suffered Psychological Impairment Constituting a

More information

Please complete this form and return it ASAP by fax to (519)675-7772, attn: Rebecca Warder

Please complete this form and return it ASAP by fax to (519)675-7772, attn: Rebecca Warder Child Welfare Assessment Screening Information Form Please complete this form and return it ASAP by fax to (519)675-7772, attn: Rebecca Warder Today s Date: Case Name: Referring Agency: Worker s Name:

More information

Addiction at Work: Managing Employees with Drug and Alcohol Issues. Webinar September 21, 2011

Addiction at Work: Managing Employees with Drug and Alcohol Issues. Webinar September 21, 2011 Addiction at Work: Managing Employees with Drug and Alcohol Issues Webinar September 21, 2011 Statutory & Regulatory Framework Federal Statutes Drug-Free Workplace Act Americans with Disabilities Act Rehabilitation

More information

http://schools.nyc.gov/academics/specialeducationleducatorresources/default.htm

http://schools.nyc.gov/academics/specialeducationleducatorresources/default.htm Questions and Answers from Live Web Cast on the Standard Operating Procedures Manual: The Referral, Evaluation and Placement of School-Age Students with Disabilities The SOPM is located on the Department

More information

THE PHYSICIAN S ROLE IN HELPING PATIENTS RETURN TO WORK AFTER AN ILLNESS OR INJURY (UPDATE 2000)

THE PHYSICIAN S ROLE IN HELPING PATIENTS RETURN TO WORK AFTER AN ILLNESS OR INJURY (UPDATE 2000) CMA POLICY THE PHYSICIAN S ROLE IN HELPING PATIENTS RETURN TO WORK AFTER AN ILLNESS OR INJURY (UPDATE 2000) This policy addresses the role of attending physicians in assisting their patients to return

More information

Community and Social Services

Community and Social Services Developing a path to employment for New Yorkers with disabilities Community and Social Services Mental Health and Substance Abuse Social Workers... 1 Health Educators... 4 Substance Abuse and Behavioral

More information